Abstract

The impact of our daily activities on the environment and the desire to go green has
expanded from just individuals to organization. Growing global environmental
concerns and the development of international environmental standard are creating
the need for businesses to adopt formal environmental strategies. Many studies
argued that system of environmental management can only be effectively
implemented if the companies have the right people with the right skills and
competencies. Green human resource (HR) is one which involves two essential
elements: environmentally friendly HR practices and the preservation of knowledge
capital. Green HR practices involve reducing carbon footprint via less printing of
paper, video conferencing and interviews, and etc. Green HR initiatives help
companies find alternative ways to cut cost without losing their top talent. Focus on
Green HRM as a strategic initiative promotes sustainable business practices.
Therefore, developing new organization culture through Green HR practices
becomes manager’s concern. Developing green culture has the ability to affect
employee behavior and instill certain values that build an internal culture. Green
behavior is assumed to be instrumental in the implementation of the green HR
culture and adopting formal environmental strategies. Assimilation approach
becomes an alternative on developing green culture. Finally, emerging new
corporate culture through Green HR practices resulting in greater efficiencies, lower
costs and create an atmosphere of better employee engagement, which in turn
helps organization to operate in an environmentally sustainable business practices.